Effectiveness and Impact of the U.S Laws

Running head: U.S. LAWS AND COURT RULINGS
U.S. LAWS AND COURT RULINGS
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U.S. LAWS AND COURT RULINGS
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Introduction
The need for diversity in contemporary business domain has been vital factor which
stimulated United States Supreme Court determination of attaining diversity and inclusion
through compelling governmental interest. In recent times, racial and cultural diversity and
inclusion is no longer optional, but considered as an important realism of life (Bisom-Rapp,
2018). The following paper aims to evaluate effectiveness and impact of the U.S laws and
rulings in relation to diversity and inclusion of employees.
Discussion
Considering the rapid developments in the cultural setting of the United States, number of
companies has shifted the diversity as well as inclusion indicator beyond compliance to the
systematic integration. The U.S law and court rulings namely Title VII Civil Rights Act (1964),
ADA Amendments Act, Civil Rights Act (1991), Rehabilitation Act (1973) and Age
Discrimination Act (1969) have been effectual in achieving workplace diversity in the United
States. According to Carter (2018), as the Title VII and Section 1981 assures equal opportunity
besides non-discriminatory treatment in the private sector service setting, companies ought to
prudently monitor emerging case regulation in order to observe whether courts have started to
ease standards for voluntary affirmative action objectives (Carter, 2018).
Although Title VII prohibits staffs from making service decisions based on an
individuals’ ethnic background, national origin and race. Reports have claimed that s
per Executive Order 11246; few government contractors should have positive action strategies in
order to recognize instances where employers do not employment of qualified minorities
(Bisom-Rapp, 2018). However, irrespective of these fundamental exceptions, number of
companies has been failing to use affirmative action to employ more minority staffs only to